BUS4014 People Management Assignment Sample

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Introduction: Mastering People Management for Organizational Growth

The people management implies for the practices which are related to the training, recruiting, employee retention, talent acquisition and enhancement with the motive to maximise the productivity. Further, confront, communication, collaborate, create and comprehend are the main approaches which ensures prominent people management. The people management is the key sub set of HRM which lays more focus on the growth and development of personnel. For this report, Tesco has been selected, a leading supermarket chain, which offers wide range of product & services to the customers. This covers the aspects such as people’s behaviours, engagement and growth at the workplace. In addition to this, specific contemporary people management issues and practices will be discussed. Along with this, report will shed light on the knowledge and skills which requires development for managing people within an organization effectually.

Task 1: Workplace People Management Issues and Modern Solutions

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Workplace People Management Issues and Modern Solutions

The people management is the practices which are encompass with the process of end to end acquisition, talent retention and talent optimization. This also provides the continuous support for the organization and help in guiding the workers within the workplace. The employees face numerous of issues related to the people management in the workplace. These issues put impact on the work and reduce the work quality which can affect the organizational goals.

Training and development: The HR department put fewer efforts in organizing the training and development sessions which affects the continuous learning of employees. Lack of use of technology in training and development fail to meet the concerned requirement. The training initiatives can be enhanced by the use of new tools and methods related to the technology. The skills gap can reduce the work performance and satisfaction of the workers. This showcases the demand of the training and development of skills within the organization. By creating the environment of training & development Tesco can enhance the knowledge of the employees and improve the competitiveness.

Global talent management: Expanding the business on the international level comes with the different challenges for the HR department. The lacks of strategies for the global management reduce the potential benefits. This can affect the employee’s development within Tesco, ability to retain and attract the people with the strategic goals. This can arise due to the turnover, skill gaps, engagement, diversity and work performance (8 Common Management Issues in the Workplace, 2023). The failure of diverse workplace places direct and significant impact on the goals accomplishment. The HR department needs to develop the approaches and strategies for the implementing the best practices related to the retaining talent.

Lack of communication: The open communication enables workers to share their expectations from co-workers and what they expect from co-workers. This in increase the overall reliability of the team and enhance the productivity loss because of the delays and duplicate work. The main responsibility of the manager is to make sure about the methods of communication with each other. The manager can encourage the team meetings, staff communications and group messaging via software. Lack of communication closely influences employee motivation and satisfaction. Moreover, employee resistance is usual when firm plans to introduce new software or strategies. For example: In the absence of effective communication, Tesco’s employees would not agree to implement new technologies or software. Thus, ineffective communication inhibits the implementation of new innovation within business unit.

Diversity: The Diversity is the main topic of the business overall the world. Tesco is operating around the globe so lays more focus on creating diverse workforce. On the basis of this, manager faces issues in managing people come from different backgrounds. It is recognized as one of the main issues which need to be addressed for getting desired level of outcome or success. Hence, by organizing competent training and motivational sessions Tesco can create as well as maintain diverse workforce effectually.

Identification of the talent: Within business unit, effective team must have committed and qualified professionals. One of the main challenges within the people management is finding out these talents. Thus, talent assessment and acquisition becomes a major issue after berxit (Maršíková et.al, 2019). Thus, Tesco’s manager needs to put a lot of efforts to attract the professionals within the organization. The people management might be aware about the skills which can be demonstrated by the employees and seek the methods to identify as well as align the same with company’s standards. The main motive of the retaining top talent is to create conductive workplace. By indulging competent recruitment process Tesco can find and select the best personnel for the concerned job.

Lack of Employee motivation: The motivation is the key to structure satisfied and productive team work. Thus, the people management ought to adopt the strategies to workers engagement. The lack of employee motivation leads reduction in the work performance. The employee motivation is the main aspect of the organizational performance which is required for the development. The employees are the crucial part of the organization so the HR practices needs to be enhancing according the development of the employees. The HR professional also make sure about the health and safety of the workers at workplace. The health care is an essential part for the workers which need to be considered as priority. The work load and stress level is the main issues in the people management and can be handling by allocating the work equally. The running and growing organization’s workers need the safe and healthy work culture for workers.

Compensation: The challenge within the HRM practices is the related to compensation and the benefits for the workers. The organization needs to keep up with its rivals to retain the best and top talent within the workplace. This can comes with the biggest strain within the small businesses which needs to be generated on the same revenue on the bases of large organization (Alzoubi et.al, 2022). The HR manager of Tesco should focus on the employees reward programs for the workers who are performing their best. The programs of the incentive are the solution of the low salaries and provide the benefits to the workers. This increases the well-being of the workers and develops the motivation of the employees. The incentive programs can be beneficial for retaining the workers and boost the confidence. HR practices need to be aligning with the benefits for the workers and revenue of the organization.

Contemporary People Management Practices

On-going learning culture: The different training and retaining strategies can foster the learning methods. The use of technology in the trainings can improve the methods of the trainings which improve the seamless learning of the employees. The e-leaning can be easy for some employees to managing the work and time together. Thus, Tesco needs to adopt the new practices because the traditional method can’t meet the requirement. The continuous learning is essential for the employees to develop new skills. This also increases the lifelong learning besides from the learning new skills. This is essential for the changing landscape and paramount for the organization and as well as workers. This increase the growth of individuals and organization can work with the diverse workforce. The continuous learning culture can be implemented by making use of the performance management. The continuous learning is effective for the workers which encourage innovation, growth and development (Ghaffari et.al, 2019). The virtual trainings can offer the new opportunities to learn with the different method. The concept helps in gaining expertise and new skills, continuous leaning encourage the employees learn by technology.

Agile and Active Recruitment: The challenges due to the societal changes and advancement in the technology can be resolve by implementing effective strategies of the recruitment. The traditional method of recruiting is not able to meet the requirement, it is essential to adopt the today’s recruitment practices for adopting diverse skills. By data driven recruitment practices the candidates can be attracted and which prove to be beneficial for Tesco. The use of artificial intelligence can be help Tesco in making evaluations of the new skills which in turns improve the procedure of recruitment (Madden 2019). The method used for the technical recruitment practices to hire and recruit the talent. The technical professionals can use the methods to simplifying the recruitment process. This process can work by quickly responding to the changing market conditions. Due to the change in recruitment process it offers the candidate the centric experiences (7 HR Best Practices, 2023). This embraces the top talent and improves the hiring process. By making use of the agile hiring procedures it helps in gaining the skilled workforce or team within the organization. This is the best way to resolve the issues and achieve the goals of the organization.

Global talent management: The HR department needs to work on the effective strategies to attract the talent and create a talented workforce. The biggest failure to adopt the effective strategies possesses challenges. The global talent management includes the utilising, finding and retaining the top talent around the world. This is the crucial step for the organizations to source the international talent (Hüllmann et.al, 2021). The implementations of the global talent management can identify the volume of talent which is required for the business goals and strategy. The process of sourcing the talent on the bases of global environment is equipped to handle. To train the internal

Implication of the adoption of contemporary practices:  The adopting of the people management procedures is essential for the organization. This can help Tesco in recruiting new skills with the diverse talent and knowledge which is crucial for the organization. The practices help in resolving the issues which occurs within the people management practices. The methods can be utilising for the growth of the organizational and setting new goals.

Enhanced the satisfaction of the workers: Execution and adoption of on-going leaning culture fosters the wellbeing of employees. The benefits of the adoption can positively support the learning culture and foster the engagement. The benefits also aligned with the retention and management of the leaning procedures (Adero and Odiyo 2020). Due to the developed skills the workers can work in the effective manner and stay motivated. This can increase the job satisfaction of the workers and create positive environment at work place. The company can have a lot of benefits from the motivated workforce. This can comes with the higher retention and boost the work quality of the employees.

Adopting of technology and innovation: In the current times, employees prefer to stay in the organization which offers opportunities for growth & development. The on-going or continue learning procedure offers the new technologies adoption and innovative solutions for the issues. The technology is the main aspect to run organization smoothly which is essential for the every organization. The diversity in the talent can be biggest achievement for the organization. Global talent management can create an environment with the diversity and create achievable goals for the organization (Zhang-Zhang et.al, 2022). The continuous learning can offer the knowledge of emerging trends and comes with the innovative challenges which help in improving the decision making. The innovation and creativity can be utilised in creating the ground-breaking ideas for the better performance and improve the overall performance of the workers. The technology is the key implication for the organization to achieve the objectives and develop new ideas.

Dynamic workplace: The practices for the contemporary people management can improve the positioning of the organization. The dynamic recruitment process can be capable for the adoption of the new technology. The Global talent management provides the work with the varied perspectives which is the crucial part of the organization. The globalisation of the organization is the diverse landscape which positioned better (Magrizos et.al, 2023). This can improve problem solving skills of the workers by giving the training. The global talent management provides the dynamic workplace for the employees. The globalised business can be adopting the workplace with the diverse culture. The access to the various talents can improve the problem solving skills of the workers by offering the continuous learning.

Task 2: Reflective Statement and CPD Plan for Skill Development

This report explores key people management challenges at Tesco, including talent acquisition, training, diversity, and communication. It suggests contemporary solutions like continuous learning, agile recruitment, and global talent management. Additionally, a CPD plan outlines strategies for personal skill development in leadership, communication, and technology adoption to enhance workplace effectiveness.

Writing a Reflective Statement and Providing a CPD Plan

As professional my journey has been align with the people management skills, this is the crucial part in the organization. The journey has emphasised into the strengths and improving the areas of development. By applying Gibbs reflective model, I found out some areas to improve to resolve the issues related to the people management which has been a significant part in my journey. I assessed that my analytical, problem-solving and recruitment skills are good. However, I need to focus on enhancing my ability in the field of communication, leadership, talent management etc. The compressive approaches are the important part of my journey which is essential to develop. The past experiences in my leadership role have faced the challenges related to managing the technology. The experiences have developed my ability to solve the problems within the workplace as a leader. However the diverse team is crucial for improve the innovation and work for the organizational betterment.

The development in my skills reflects the challenges which have faced throughout the journey. The needs of development can be gained by working on the improvement areas and increase my capability as leader. I have gained the knowledge about the need of the diverse workforce and continuous learning. The diverse team is help in enhancing the work place and develop the people management. The recruitment strategies play a crucial role in the hiring and recruiting which required to be developed according to the need of skilled workers. Being a leader I have identified that the diverse work force can perform better in the each area. The people management is linear procedure that is key tool to build the effective workforce.

CPD Plan for Skill Development

This CPD plan will help in improving my skills and be a good leader with the diverse skills. The skills can help in throughout my journey as a leader and guide me.

Conclusion

By concluding the report it delves into the specific people management issues within the workplace. The challenges which Tesco is facing pertaining to talent management mainly include talent management, training & development, managing diverse workforce etc. The emerging technology can be used for it and need to improve the methods of recruitment. With the use of diverse recruitment strategies the Tesco can retain the talented employees and can create a diverse work force. The report shed light on other issue is related to the continuous learning which is the requirement of the every employee. The lack up skill employees can decrease the diverse work performance. The contemporary people management practices can drive the new recruitment practices which are essential for the organization. The report emphases on the CPD plan which can help in developing the skills as leader.

References

Books and Journals

• Adero, F.A. and Odiyo, W.O., 2020. Employee characteristics, contemporary human resource management practices and organization effectiveness. International Journal of Business Management, Entrepreneurship and Innovation, 2(2), pp.1-18.
• Alzoubi, H.M., Ghazal, T.M., Sahawneh, N. and Al-kassem, A.H., 2022. Fuzzy assisted human resource management for supply chain management issues. Annals of Operations Research.
• Ghaffari, F., Gharaee, H. and Arabsorkhi, A., 2019, April. Cloud security issues based on people, process and technology model: a survey. In 2019 5th International Conference on web research (ICWR) (pp. 196-202). IEEE.
• Hüllmann, J.A., Krebber, S. and Troglauer, P., 2021. The IT artifact in people analytics: Reviewing tools to understand a nascent field. In Innovation Through Information Systems: Volume III: A Collection of Latest Research on Management Issues (pp. 238-254). Springer International Publishing.
• Madden, S., 2019. The issue with issues management: Considering the emotional and gendered core of issues. Public Relations Inquiry, 8(3), pp.299-317.
• Magrizos, S., Roumpi, D. and Rizomyliotis, I., 2023. Talent orchestration and boomerang talent: seasonally employed chefs’ evaluation of talent management practices. International Journal of Contemporary Hospitality Management.
• Malik, A. and Sanders, K., 2021. Managing human resources during a global crisis: A multilevel perspective. British Journal of Management, 32(4), pp.e1-e19.
• Maršíková, K., Rajander, T., Clauss, A.M., Forkel, E., Medži?nien?, I., Dulk?, D., Meschitti, V., Davies, J., Štichhauerová, E., Schumann, C. and Richter, M., 2019. People management challenges for SMEs in five European regions: Spotlighting the (in) visible and the (in) formal and embedding SME HR issues firmly in the business and knowledge environment.
• Robertson, J., Jayne, C. and Oakman, J., 2021. Work-related musculoskeletal and mental health disorders: are workplace policies and practices based on contemporary evidence?. Safety science, 138, p.105098.
• Zhang-Zhang, Y., Rohlfer, S. and Varma, A., 2022. Strategic people management in contemporary highly dynamic VUCA contexts: A knowledge worker perspective. Journal of Business Research, 144, pp.587-598.

Online

• 7 HR Best Practices. 2023. Online. Available through <https://www.aihr.com/blog/human-resource-best-practices/>
• 8 Common Management Issues in the Workplace. 2023. Online. Available through https://au.indeed.com/career-advice/career-development/management-issues-in-workplace